Director of People at Teamworks

Job description

I'm Kristen Nolan, VP, People & Accounting at Teamworks. I lead the people and culture function for a company that moves fast, takes on a lot, and genuinely cares about doing the people side of the business well. We're continuing to grow - through organic expansion and acquisitions - and I need a strategic, hands-on people leader who can help us scale thoughtfully and build a function that's genuinely world-class. This role is the connective tissue between our people operations foundation and our talent management strategy. You'll own and lead a team across both, and be the person the rest of the org turns to when they need a trusted thought partner on anything people-related. This isn't a role for someone who wants to stay in their lane - it's for someone who wants to shape how a growing global organization takes care of its people. The Role • Own the full people operations function - HRIS optimization, onboarding and offboarding, benefits administration, compliance, and policy frameworks - ensuring the org is audit-ready, automated where it should be, and built to scale • Lead talent management across performance, succession, and L&D - designing review cycles that actually change behavior, building high-potential pipelines before vacancies arise, and investing in programs employees genuinely value • Drive a culture of data across the people team - own HR metrics and reporting including headcount, attrition, and eNPS, and translate that into insights that help leadership make decisions • Serve as a trusted strategic partner to senior leaders and managers across the org - bring workforce insights proactively, flag risk early, and connect dots across the business rather than waiting to be asked • Set and deliver on a 12-18 month people strategy that ties together everything the people ops and talent management teams are building toward, and represent the function with credibility at the leadership level What I'm Looking For What You Must Bring • Demonstrated experience building and optimizing scalable people infrastructure - you're not just a user of HR tools, you evaluate them, improve them, and make them work for a growing org • Hands-on total rewards experience - you've run compensation benchmarking cycles, contributed to benefits philosophy and design, and know how to keep an org competitive from a total rewards perspective • Performance management design chops - you've built or significantly evolved review and feedback cycles that change manager behavior, not just check a compliance box • A track record of cross-functional influence - senior leaders and managers trust you, seek you out, and see you as a strategic resource, not just an HR contact • Experience operating at or near the director level in a tech environment - you know how to lead a team, set strategic direction, and execute at the same time; 8+ years’ experience in HR, including people management • Authorization to work in the U.S. Even Better If • You've supported or led people integration work through M&A - new entities, new employment structures, and making sure acquired teammates feel like they actually belong • You have developed strong employment law and compliance fluency across multiple U.S. states and other countries -you know what you know, know when to loop in legal, and keep the org protected without slowing things down • You've built L&D programs with measurable outcomes - not just training calendars, but programs employees actually value and that close real skill gaps Why This Role This is a rare opportunity to step into a people function that has a real foundation and make it genuinely great. As Teamworks continues to grow and bring on new entities, the person in this role will shape how the entire organization scales - globally, strategically, and with real care for the people inside it. If you want to own a function, influence a leadership team, and leave a mark that outlasts your tenure, this is it. This role is not eligible for sponsorship at